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FLEXIBLE WORK SCHEDULES
The Company and the Union recognize that in certain work groups it may be beneficial to the Company and its employees to establish
flexible work schedules.
Accordingly, the Company will identify the appropriate shifts and number of employees necessary to adequately staff the
work group.
Each time schedule will be filled voluntarily on the basis of seniority. Because employee needs may change, and because
business requirements may change, including but no limited to the number of employees needed to staff a work group, schedules
generally will be re-evaluated at six-month intervals normally to occur during April and September.
Vacancies that remain from the initial staffing, and those that occur subsequently may be filled by inverse order of seniority
subject to the provisions of Article 4.05.
These guidelines will ensure that flexible work schedules meet the business needs of individual work groups while providing
flexibility to accomodate employee needs.
LETTERS OF AGREEMENT PERMANENT TRANSFERS FORCE ADJUSTMENT PLAN
April 3, 1994
This will confirm our understanding with respect to day-to-day transfers of employees outside of surplus conditions being
dealt with in the Force Adjustment Plan.
Except for transfers under the Force Adjustment Plan Article which are intended to eliminate a declared surplus condition,
the Company shall continue to transfer employees in accordance with existing contractual provisions and practices. With respect
to permanent involuntary transfers, these existing provisions and practices shall only be employed within an Involuntary Transfer
Area or between Involuntary Transfer Areas, as long as no home move as defined in the relocation allowance letter is required.
AGREED:
Communication Workers of America
Elisa Riordan
Assistant to the Vice President
District One
Nynex Corporation
James J Dowdall
Vice President
Labor Relations
April 3, 1994
This will confirm our agreement that an employee who, as a result of a voluntary or involuntary permanent transfer pursuant
to the Force Adjustment Plan, would be required to commute at least an additional thirty-five (35) road miles to reach the
new reporting point from his or her residence at the time of the transfer, shall receive a relocation allowance of $8,000,
providing the employee actually changes his or her permanent residence within one year of the effective date of the transfer.
Such allowance shall be the sole payment to such employees in connection with the relocation of their residence.
AGREED:
Communication Workers of America
Elisa Riordan
Assistant to the Vice President
District One
Nynex Corporation
James J Dowdall
Vice President
Labor Relations
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MEMORANDUM OF COMMITMENT COMPRESSED WORKWEEK
The Company and the Union recognize that in certain work groups it may be beneficial to the Company and its employees to establish
compressed workweek schedules.
Accordingly, where the parties agree and the needs of the business permit, the number of hours which presently constitute
a normal five-day workweek schedule will be scheduled over four days.
Since guidelines may vary dependant upon workgroup, supervisors should consult with Labor Relations for guidance.
Probationary
Period/Retreat Guidelines:
The following sets forth the terms of an agreement between Idearc Media and the Communication Workers of America, Local 1302
relative to Customer Service Representatives Probationary Period/Retreat Guidelines:
(a) An employee, who is accepted as a Customer Service Representative and who fails to meet the minimum requirements of
the job within 12 months of completion of formal training on such position, may be reassigned to a lower wage table, with
wages to be based on their wage rate length of service. Such reassignment will be specifically excluded from the arbitration
procedures outlined in the Labor Agreement.
(b ) An employee who initiates and accepts a downgrade, subject to the provisions of Article 14, will not have his/her
weekly wage rate reduced for a maximum period of six months, or until they bid into a position with a higher maximum weekly
rate than the position to which they downgraded, whichever occurs first. This pay protection will only apply to an employee
once during their employment.
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JOB SHARING LETTER OF AGREEMENT
April 3, 1994
Job sharing will be offered to regular full-time employees on a voluntary basis pursuant to the Force Adjustment Plan
Article as follows:
(a) The Company will seek volunteers amoung the regular full-time employees in the surplus occupational classification
(job title) and Force Adjustment Area to engage in job sharing. Volunteers will be selected in order of net credited service
and to the extent necessary to eliminate the surplus.
(b) An employee may participate in job sharing if he or she is available to work on a weekly basis at least 40% of the
number of hours that constitute a normal scheduled work week for a regular full-time employee.
(c) If an employee participates in job sharing by working a scheduled work week equivalent to at least 40% of the hours
of a regular full-time employee, he or she shall
(i) receive credit for years of service for pension benefit purposes as if he or she was a full-time employee;
(ii) be considered a full-time employee for purposes of medical, dental and vision benefits and layoff; and
(iii) receive wages and all other benefits on a prorated basis.
(d) When the Company declares a vacancy in an occupational classification (job title) and Force Adjust Area in which
(i) employees are job sharing and (ii) there is no declared surplus pursuant to the Force Adjustment Plan Article; the Employee
Placement Team will determine the number of employees that will cease job sharing and return to full-time status.
AGREED:
Communication Workers of America
Elisa Riordan
Assistant to the Vice President
District One
Nynex Corporation
James J Dowdall
Vice President
Labor Relations
PROFICIENCY PAY DIFFERENTIAL
This will confirm our agreement that the Company will create a Proficiency Pay Differential (PPD) for Customer Service Representatives
who meet certain requirements as set forth below:
1. A PPD #1, in the amount of $15.00/week, will be awarded to current Customer Service Representatives who have already
been receiving top pay for nine (9) months or more, and to other Customer Service Representatives who subsequently receive
top pay for nine (9) months or more.
2. A PPD #2, in the amount of $15.00/week, will be awarded to Customer Service Representatives who complete nine (9) additional
months of service, after receiving PPD #1. Eligibility for PPD #2 will be contingent on the completion of Processing training.
3. Employees on levels of discipline at written warning or above will not be eligible for either PPD #1 or PPD #2.
4. An employee receiving PPD who is subsequently placed on a level of discipline at written warning or above will no longer
be eligible for the PPD starting with the next full pay period.
5. Employees who are removed from levels of discipline at written warning or above will become eligible for the PPD subject
to the requirements of this Agreement, with the start of the next full pay period.
6. Absence from duty, paid or unpaid, that exceeds 30 consecutive days, exclusive of approved FMLA absences, will not
be counted towards the nine (9) months of service, beyond top pay, that is required to be eligible for the PPD.
In addition, the pay treatment of this PPD will be as follows:
* The PPD will be benefit bearing.
* Overtime pay will be calculated including the employee's PPD.
* Annual wage increases will be calculated on an employee's base wages before adding in the PPD.
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